3 Ways to Prevent Turnover on Your Sales Team

by Tasneem Khokha /

Turnover is an ever-present source of stress for firm leaders working hard to increase profits and drive growth. Losing a member of your sales team can throw strategies off course and slow progress toward your goals. While some turnover is inevitable as people’s careers unfold and their lives outside work require changes to the plan, leaders can prevent turnover on sales teams by remembering to focus on a Triple Bottom Line comprised of profits, people, and planet.


To learn more about Triple Bottom Line read our blog: “Rethinking Law Firm Growth: Moving from Bottom Line to Triple Bottom Line Success Metrics.”


While profits will always be important, success also depends on how an organization makes an impact on the broader world and on the way it treats people. The client experience is one half of that “people” equation. The employee experience—the factors that decide whether top talent wants to build their careers at your firm—is the other half. If you have turnover on your sales team, inadequate employee experience may be a factor.


The good news is that leaders can take concrete steps to change how employees experience their work and create the kind of firm where people stay. Here are three:


1 – Harness the power of talent analytics. Teams fail when they are not created with intention or when team members do not have a clear idea of the roles they will play in a collaborative effort. Talent analytics tools such as the GrowthPlay Chally Assessment, a 45-year-old talent-profiling tool that has been used on more than one million people to measure skills and motivations attributed to success in high-performing organizations, can help you identify the competencies your professionals naturally possess as well as the business development roles in which they are most likely to succeed. Then, you can group people in ways that complement each other and play to their strengths, making it much more likely they will succeed.



2 – Offer professional development. Once you have identified your team members’ natural competencies and grouped them into carefully designed teams, it’s time to consider what kinds of coaching and training will translate individuals’ potential into action and success. People aren’t born knowing how to sell, and it can be demotivating to experience frustration and lack of progress when you don’t have the tools to succeed. Managing client relationships, leading teams and creating buy-in, and developing business are all skills that can be cultivated through professional development, training, and coaching. Your talent pool is your most valuable resource, so invest in making it stronger.


3 – Create wellness policies and programs. Well-being is an important aspect of the employee experience, and an unhealthy culture often prompts employees to leave an organization. While providing effective professional development is an excellent way to help people thrive, it’s also important to embrace humane policies and programs across the board, whether that be through flexible scheduling, training in stress management and resilience skills, team-building events, or other initiatives. When employees understand that you care as much about their well-being as you do about their productivity, they will feel like valued members of the organization and are more likely to stay on.


Preventing turnover on your sales team starts with thinking about the experience of working at your firm from the employees’ point of view. Creating an organization that values the whole person, and not just the worker, will make your firm a place people want to work for a long time to come.